Who’s driving your workforce mobility?
Strategic Mobility – an important talent management tool
Mobility is a vital cog in the talent management machine. Law firms that want to attract and retain the best talent, and develop skills as quickly as possible, need an attractive and accessible mobility program.
Law firms around the world are attracting and retaining millennials with new types of mobility packages, including:
- New focus on candidate selection Firms need to refresh their framework around candidate selection to better match the right talent to the right opportunity. Where opportunities may in the past have gone to a small cohort of employees with little thought as to how it will impact long term career development - a more holistic, expansive selection process is now required. Firms also need to get greater clarity around their current employee profile. Human Resources need a clear, data driven picture of who might want an international experience, whose skill set and back-ground will best suit a particular opportunity, and ideally who has the right passport, visa or citizenship to speed up deployment and minimise cost.
- Rotational talent management programs over a 12- to 24-month period Offering 3-4 months in each location, these programs enable candidates to learn more about the business and rapidly enhance their skills. There also needs to be a clear plan for the employees’ role at the end of their mobility assignment. The experience is in stark contrast to traditional overseas postings, where talented people often stagnate, finding themselves irrelevant when they return home after several years away in the same post.
- Leaner, self-service style benefit structures Millennials don’t expect luxurious accommodation or expatriate packages. But they do expect the same flexible, efficient, easy travel options from sharing economy providers like Uber and Airbnb that they already book for themselves. Law firms have tended to shy away from sharing economy options because of issues around control, privacy, safety and liability. But it’s now possible to integrate sharing economy platforms with a law firm’s systems, employing all the necessary controls while giving employees real choice and flexibility to support mobility – and delivering significant savings in accommodation costs. A self-service approach to mobility, where the individual can choose how to best spend their mobility budget, can significantly reduce the administrative burden otherwise placed on the employer.